TITLE

Starter for 10… top tips on retaining staff

AUTHOR(S)
Barnfield, David
PUB. DATE
November 2007
SOURCE
Printing World;Nov2007, p4
SOURCE TYPE
Trade Publication
DOC. TYPE
Article
ABSTRACT
The article offers tips on how to manage employees in Great Britain. Accordingly, it is essential that an employer would dedicate at least 50% of his time in coaching, training and staff motivating. In addition, provision of a regular on-the-job appraisals to identify areas for improvement is also significant. Moreover, a schedule of continuous learning must also be imposed.
ACCESSION #
27583924

 

Related Articles

  • Engage to Retain. Miele, Susan // Sales & Service Excellence Essentials;Jul2009, Vol. 9 Issue 7, p5 

    The article offers guidelines for business leaders on implementing retention and development programs. The money approach does not address the problem which prompts people to seek alternative employment. Leadership must think continually about broad-based, proactive efforts to engage their...

  • Tips For Training, Retaining Back-Office Staff. Glover, Hannah // Money Management Executive;2/26/2007, Vol. 15 Issue 8, p6 

    The article focuses on the training tips to retain back-office staff as stated by David Driskill, president of National Quality Review (NQR). The training time ranges from three to 60 days with an average of 28.4 days. Driskill claims that communicating about goals and values with employees and...

  • Take Care of Your Top Performers.  // Credit Union Executive Newsletter;10/8/2007, Vol. 33 Issue 17, p3 

    The article discusses that top job performers are seeking a boss with good quality and strong leadership. Top performers need a manager who practices the art of real empowerment by providing strong leadership through steady guidance, direction and support. Moreover, they also want a leader who...

  • Brand Your Organization as a Development Culture. Crowell, Beverly; Kaye, Beverly // Chief Learning Officer;Oct2012, Vol. 11 Issue 10, p34 

    The article considers the contributions of employee training and career development programs to internal marketing and employee recruitment. Such programs are compared to branding in marketing in terms of their ability to attract talented employees and retain such employees. The role of...

  • MAKING A MANAGER. Willett, David // Aftermarket Business;Sep2006, Vol. 116 Issue 9, p26 

    The article focuses on the steps that are involved in the process of developing a good manager. Efforts should be made at the very start to hire the best managers, which may involve developing a pool out of the candidates that pass the initial screening and interviewing process. Development and...

  • Training Millennials. Meister, Jeanne // Chief Learning Officer;Dec2007, Vol. 6 Issue 12, p90 

    The author stresses on the significance of the interrelation between human resources department and business management in developing new methods to recruit and retain millenials and experienced multitaskers who are accustomed to social networking. Learning departments should consider the ways...

  • Help New Managers Become Part of the Team.  // Point for Credit Union Research & Advice;2/1/2007, p14 

    The article offers recommendations on how to improve the retention of newly acquired managers. The Salveston Stretson Group says that new hires should be assimilated into the culture of an organization. They note that the most important critical objectives of the job should be clarified. They...

  • News' 'Best Contractors' Hold Panel Discussion At Meeting. Hall, John R. // Air Conditioning, Heating & Refrigeration News;5/24/2004, Vol. 222 Issue 4, p28 

    Highlights the panel discussion of winners of "The News" periodical's 2003 'Best Contractor to Work For' contest focusing on how to find and retain employees in Dallas, Texas. Importance of image and reputation for attracting people; Empowerment of employees to get as much work done during the...

  • Taking the pathways to learning. Weekes, Sue // Training & Coaching Today;Jun2008, p8 

    The article discusses how creating a plan that tells an individual what skills, competencies and learning they need to progress to the next stage of their career, could be one of the most effective ways of encouraging employees to take control of their careers. It demonstrates how mechanisms and...

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics